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    5 Tips to ‘Quiet Thriving’ in the Workplace

    ‘Quiet thriving’ is a concept that emerged after the trend ‘quiet quitting’ became widely discussed at the end of last year. Quiet quitting refers to completing the minimum requirements of one’s job. Individuals put in no additional enthusiasm, effort, time or energy than needed.
    In contrast, ‘quiet thriving’ involves the opposite with employees reconsidering their relationship with work, and finding ways to re-engage and find enjoyment again, without overdoing it or burning themselves out.
    A poll found that only 9 percent of UK employees currently feel engaged with their work, so if you’re looking to rediscover your love for your job, try making these small changes:
    1. Shift your perspective.
    A new perspective can renew your passion for your line of work and increase your productivity.
    If you approach your role with a negative mindset at the start of each day, you will only be able to see the parts of the job that you dislike and will overlook the positive aspects.
    Instead, try to shift your mindset and look for the beneficial parts of your position that you enjoy and give you a sense of purpose. Changing perspectives can create a greater sense of meaning in your everyday work.
    For example, ‘mopping hospital floors’ could be ‘speeding up a patient’s healing journey’, connecting work to a much wider purpose and bringing greater job satisfaction.
    2. Take action.
    If there are responsibilities in your job that you enjoy more than others, have a discussion with your manager to see if there are ways to expand on them and discuss how to cope with the tasks you dislike.
    This process is often referred to as job crafting, which is the process of an employee shaping their role to be more appealing, often with the help of a manager.
    Not only can this improve your attitude toward your work, but it can also lead to further opportunities to complete tasks that you enjoy and allow your manager to better understand your strengths.
    3. Set boundaries.
    While being busy at work is often praised and encouraged, it can lead to employees working outside of work hours or through lunch breaks.
    This will lead to burnout and build resentment towards your job. However, this can be avoided by setting clear boundaries at work to create better work-life balance.
    A work time-frame agreed upon by both employee and employer is essential for job satisfaction and overall happiness.
    Set clear start and finish times to stick to during the working day, whether you work standard or flexible hours, and be disciplined about not checking emails or messages outside of work hours.
    This will also give you more time to enjoy other aspects of your life outside of work. In a recent survey on stress and wellbeing, 4 in 5 participants found spending time on a hobby highly effective in managing stress. Further research suggests people with some hobbies are less likely to suffer from low mood, and depression.
    This is especially needed for those who feel overwhelmed by their work and ever-growing to-do lists, to recharge their batteries by doing an activity that sparks joy.
    4. Build workplace relationships.
    Positive relationships with your colleagues are hugely important for emotional well-being, as they can create a more relaxed and sociable environment to work in.
    Co-worker interaction can help to relieve boredom from day-to-day tasks, and employees who work with friends are seven times more likely to be engaged with their job.
    Interaction with colleagues during breaks and workplace socials can help to cultivate these relationships.
    5. Take small breaks.
    Using your lunch break and taking micro-breaks can help to improve your emotional and physical wellbeing at work.
    A study found that micro-breaks are hugely important for reducing stress and increasing task performance. Additionally, another study revealed that employees who use their full lunch break to relax are more productive and creative.
    Regular breaks can also have a positive physical impact, as taking small breaks while working on tasks on electronic devices can reduce eye strain, back ache and headaches.
    By Gosia Bowling, National Lead for Emotional Wellbeing at Nuffield Health
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    What’s Next For the #Quiet Hashtag Trend?

    Nearly three years ago, we were introduced to the coronavirus. Now we have quiet quitting. Both are equally tenacious, and just when it seems we’re rid of them, they resurface in different forms. A few months ago, we learned about “quiet firing” and “quick quitting,” the first two variants of the quiet quitting trend. Now, there appears to be a new strain: “quiet constraint.”
    This practice occurs when employees intentionally withhold valuable knowledge that could benefit their colleagues. According to a recent report by Kahoot!, 58% of corporate employees and 77% of Gen Z employees are hoarding information, contributing to a culture of employee disengagement.
    As the #quiet hashtag trend rolls on, where will it stop next? It seems evident that it’s not going away any time soon, and we’ll continue to see clever alliterative terms describing workplace practices that have existed for years. Let’s look at what the future holds as we venture through the silent era.
    Employees can try withholding information from colleagues, but word will spread quickly. Whether it’s knowledge they acquired through their own work, or information passed on to them by a current or former coworker, others will eventually acquire it too. And when they find out it was intentionally withheld from the team, they won’t be happy. This self-serving attitude will ultimately lead to feelings of animosity and resentment among coworkers, who likely won’t stay quiet for long.
    Once managers learn that employees are hoarding knowledge that could benefit the team or company, they will have little choice but to confront them and find out why. After all, workers are paid for their contributions, and failing to contribute is grounds for dismissal. A one-on-one meeting should take place in which managers stress the importance of prioritizing the team over individual interests, hopefully re-engaging workers and communicating the value of a sharing culture. This may result in one of the following two outcomes.
    Ideally, employees will realize that withholding info to the detriment of the team will work against them in the long run, hindering their chances for recognition, promotion, or future recommendation. As the old clichés go, together everyone achieves more (TEAM), by helping others you help yourself, no man is an island, and so on. Chances are that most employees will realize their mistakes and value their job and relationship with their coworkers enough to correct them going forward. Those who don’t will likely transition out of the department or company, leaving a more cohesive team behind.
    There will always be the occasional outliers who will try to overcorrect. Whether out of spite or a genuine attempt to right past wrongs, some employees may start oversharing with coworkers, taking up valuable meeting time and inbox space with an overabundance of info, much of which will prove useless. Aside from the rare nugget of helpful information, this may leave the rest of the team asking, “Can we go back to not sharing?”
    The quiet quitting trend is a genuine phenomenon, breathing new life into old work habits through the use of hashtags and TikTok videos. As tired as we are of hearing about anything “quiet” related to the workplace, we’re continuously reminded that what’s old is new again, and those old habits die hard. Fueled by the perfect storm of shifting workplace norms and viral social media posts, the #quiet hashtag trend goes on and on, reappearing each time we think we have it contained. Hang in there…this storm can’t last forever.
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